Convenience Store Decisions, October 2018

Operations Human Resources or next month The No 1 reason employers put up with mediocre employees is because they have no bench strength It will be a lot easier to fill a position if you have a stack of prescreened applicants to choose from and people to call who have already demonstrated an interest Build a strategy that goes after the working people who are not looking for a job but who might be interested if a new job came looking for them Ask everyone you talk to every day Do you know anyone who is working but who might be interested in a new or better job Go where the kind of people you want to hire congregate and socialize be it a motorcycle rally the mall or your local community street wine art fairs When valued employees quit to work elsewhere they often discover that the grass isnt greener after all In fact polling shows that approximately 20 25 of supervisory and managerial employees have gone back to work at a company they once left Imagine if 20 of all the good people who ever left you came back Youd have instantaneously productive workers requiring little or no training All you have to do is ask A month or so after someone good leaves just call or email and ask if they would consider coming back The worst they could say is no and youve just given them a wonderful compliment Whats so bad about that Even if the answer is no former employees can be valuable sources for referrals PROTECT YOURS Now lets look at poach proofing your most valued employees The optimal way to do this is to become a magnetic manager the boss nobody wants to leave According to a slew of different studies and sources Employees who stay primarily for their supervisors stay longer perform better and are more satisfied with their pay A magnetic managers overall guiding philosophy is to help his employees get where they want to go so those employees will do their utmost to help the organization get where it wants to go Magnetic managers attract and keep great employees through a number of proven techniques that I talk about at length during my in person trainings and presentations Heres an overview 1 They make time for recruiting activities and interviews every single week 2 They let only A players on the bus They never settle for mediocrity 3 They have an onboarding system that builds a Source WikiMedia Commons personal relationship with each new employee 4 They invest in their people training education credentials trust promotions etc 5 They manage people individually not as groups or generations In every generation there are those who prefer lots of direction and feedback and those who want to go it alone 6 They learn to fail fast recognize a hiring mistake right away and release that person to find a position that suits them better 7 They make work fun Yes it can be done 8 Theyve learned the art of being able to establish caring relationships while they maintain professional boundaries 9 They leverage the power of recognition A word about No 9 above The last time the Gallup organization asked fully 69 of the employees polled said they had not received any recognition at all from their employer in the past year Weve designed what we call an Employee Data Sheet for new hires to complete so you can capture all kinds of interesting information about them their favorite candy and restaurant their hobbies and interests etc Then when you want to extend a token of appreciation you can refer to the form and choose something perfectly suited to the recipient For a complimentary copy of our Employee Data Sheet text the word Humetrics to 8324600498 A Fortune magazine survey found that the single best predictor of overall excellence is a companys ability to attract motivate and retain talented people When posting and praying fail to meet this standard its high time business owners and hiring managers take the steps necessary to ensure the organizations continued success 110 Convenience Store Decisions October 2018 cstoredecisions com

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